The only true way to be sure you don't get one of those for a boss is to not invite me to interview for it ;)
On 7/24/06, Mudha Godasa <[EMAIL PROTECTED]> wrote:
I will absolutely let you know of all the gory
details. I sure hope I dont get an $%^$£"! for a boss.
;-)
Cheers
P.S. Anyone want a job? ;0)
--- Al Mulnick <[EMAIL PROTECTED]> wrote:
> I have to laugh. This thread is starting to sound
> like the six blind men
> describing an elephant.
>
> As was mentioned, it is very hard to find somebody
> who can do the high-level
> design at all 8 layers, manage a staff of people,
> and still fit that into a
> 23 hour day. If you find one, keep him or her. If
> you don't find one, don't
> be terribly disappointed; look for one that's close
> and has the right
> personality to be made into one. There's plenty more
> of those, but be sure
> you're ready to keep him/her later because there are
> others looking for that
> type of person :)
>
> FWIW, I think interviewing wtih Brian might be a
> laugh. Can you answer all
> the questions? Nope. Not every one. But you can
> still enjoy it and I think
> Neil was wise enough to mention that, "no, I don't
> know it all but I do know
> how to use a book" :) (ok, so I paraphrased. The
> point is that you use it
> or lose it. But knowing what questions to ask and
> where to find the answers
> is far more resilient than knowing everything there
> is to know about a
> product set on a given day. Most of the players on
> the team that wrote the
> application or product don't know either. But they
> do know where to go for
> the answers....)
>
> One thing that does come to mind would be to follow
> Brian's advice and ask
> open ended questions. Those are going to be the
> hardest because you're not
> going to be able to study for that. You'll have to
> walk through it under the
> pressure of an interview. That will tell the
> interviewer a lot about the
> person and what they would do 6 months from now when
> the technology is
> totally different and how they would deal with your
> unique situations.
>
>
> Best of luck in you hiring endeavors. I for one am
> interested to hear a
> follow up in a few months to hear how it went.
>
>
> Al
>
>
>
>
>
> On 7/24/06, Ken Schaefer < [EMAIL PROTECTED]>
> wrote:
> >
> > I suppose there are several "roles" that senior
> people could hold: some
> > are managerial, some are architectural, and some
> are deeply technical (i.e.
> > high level support). Architects, in that taxonomy,
> would do design work.
> > Whereas a PSS engineer would probably spend more
> time with a debugger than
> > using Word and Visio to produce high-level
> designs.
> >
> >
> >
> > Cheers
> >
> > Ken
> >
> >
> >
> >
> >
> > *From:* [EMAIL PROTECTED]
> [mailto:
> > [EMAIL PROTECTED] ] *On Behalf Of
> *
> > [EMAIL PROTECTED]
> > *Sent:* Monday, 24 July 2006 5:53 PM
> >
> > *To:* [email protected]
> > *Subject:* RE: [ActiveDir] OT: Interview
> Techniques
> >
> >
> >
> > A senior guy IMO should be more focused on
> "design" aspects than "support"
> > and thus should be able to answer questions along
> the line of:
> >
> >
> >
> > "*How would you design a schema change process,
> encompassing initial
> > request through to implementation*."
> >
> >
> >
> > The answer to the above should help determine alot
> of info from that
> > person (see below) - even if they cannot answer
> the question fully.
> >
> >
> >
> > - Does this person think logically
> >
> > - Does this person explain ideas in a cohesive
> manner
> >
> > - Does this person answer questions with fluff
> and BS or are they
> > succinct
> >
> > - etc
> >
> >
> >
> > To answer 'what do the FSMOs do?' one can simply
> state - "I'd look it up
> > in a book". I'd therefore always try to ask
> questions which can only be
> > answered through experience (where possible) and
> not just through reading a
> > book.
> >
> >
> >
> > My 2 penneth,
> >
> > neil
> > ------------------------------
> >
> > *From:* [EMAIL PROTECTED]
> [mailto:
> > [EMAIL PROTECTED]] *On Behalf Of
> *mike kline
> > *Sent:* 24 July 2006 07:16
> > *To:* [email protected]
> > *Subject:* Re: [ActiveDir] OT: Interview
> Techniques
> >
> > Brian,
> >
> >
> >
> > That was a good story, very funny. So what did
> the guy do? Did he just
> > get up and leave? I know from reading your posts
> you are usually straight
> > and to the point. I would be sweating if I had to
> interview with you.
> >
> >
> >
> > Going off course a bit. What are some types of AD
> questions that you all
> > consider to be "senior level"? For example what
> if you ask someone how to
> > do a metadata cleanup? Would you all consider
> that to be a mid level
> > question? Just wondering because I always
> grapple trying to figure out
> > questions for the mid vs. senior level candidate.
> >
> >
> >
> >
> >
> >
> >
> >
> >
> >
> >
> > On 7/23/06, *Brian Desmond*
> <[EMAIL PROTECTED]> wrote:
> >
> > I've got no second thoughts about being an asshole
> during a tech
> > interview. I ask the question, you either answer
> it or tell me you don't
> > know. If you choose not to tell me you don't know
> and demonstrate that
> > you don't know through what you tell me instead,
> I'm already pretty much
> > through. If you're arrogant like this candidate
> you describe, I'm likely
> > through as well.
> >
> > My favorite exchange as of late goes like this:
> >
> > Me - Tell me a little bit about your experience
> migrating Exchange 5.5
> > orgs to 2003
> > Them - blah blah blah
> > Me - Ok, can you name the three types of
> connection agreements in the
> > ADC?
> > Them - well uh blah blah well uh excuse excuse
> > Me - other questions
> > Me - So would you be comfortable migrating a 10K
> user 5.5 org to 2003?
> > Them - Absolutely
> > Me - How can you be comfortable doing that when
> you can't even explain
> > the first step of the migration to me?
> >
> >
> > In any case, others have put some really good
> advice here. What you want
> > in a technical lead is someone who can get their
> hands dirty without
> > getting scared or screwing up. They should also
> have no second thoughts
> > about delegating work and asking their
> subordinates for help. That
> > person needs to be able to deal with upper
> management, and they also
> > need to make sure their self esteem is in check -
> none of that "I did X"
> > when all they did is watch. Hiring your new
> manager can be a little
> > difficult on both sides from the point of view of
> why wasn't someone on
> > your team promoted to that position?
> >
>
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